I’m a recruiter AMA

[Anonymous]

Anonymous wrote:I am about to turn 45. Earlier in the thread you mentioned never date résumé back more than 15 years and don’t include date of college graduation, but a lot of the websites such as workday require the date for graduation and such. how do you avoid this?

Workday does not automatically require date of completion for education fields. Most companies will leave the fields unaltered in their config but you do not need to complete it. Avoids ADEA age discrimination claims.

Now if a certain company requires it, they will configure their implementation of workday to require it, and flag if not complete - that’s the company’s choice.

[Anonymous]

Do you usually call finalist candidates to reject them, or would you do that via email? I’ve had very positive signs so far and completed the last stages for a role (all the interviews done and they asked for references and spoke to them), and the recruiter asked to speak tomorrow. Hoping it’s an offer, of course, but wondering if it could be a kind way to reject.

[Anonymous]

Why would you call a few finalists’ references and not just the one you selected?

Should one try to negotiate salary in this job market or not?

What are your thoughts on performance challenges (sign of a bad place, neutral, etc?)

[Anonymous]

Anonymous wrote:Do you usually call finalist candidates to reject them, or would you do that via email? I’ve had very positive signs so far and completed the last stages for a role (all the interviews done and they asked for references and spoke to them), and the recruiter asked to speak tomorrow. Hoping it’s an offer, of course, but wondering if it could be a kind way to reject.

I have called finalists to reject, yes. I have never asked for references on someone I wasn’t going to offer though, so that is a good sign! Good luck!,

[Anonymous]

Anonymous wrote:Why would you call a few finalists’ references and not just the one you selected?

Should one try to negotiate salary in this job market or not?

What are your thoughts on performance challenges (sign of a bad place, neutral, etc?)

Not sure what you mean with the first one. If I ask for two references I will call the two, not just select one.

Always negotiate. (Speaking as both the friend and the recruiter here). Within reason, and tactfully. But yes.

I’m not sure what you mean on the last one. All recruiters are in sales. Even the ones working inside toxic cultures, there are recruiters working in those companies. If I was a candidate I’d look on Glassdoor, indeed, for company reviews knowing to take them with a bit of salt bc typically only unhappy former employees will post. I’d ask about why is the role open. I’d ask peers or network if they know anyone in the company, etc. Do your research and remember no company is perfect.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Why would you call a few finalists’ references and not just the one you selected?

Should one try to negotiate salary in this job market or not?

What are your thoughts on performance challenges (sign of a bad place, neutral, etc?)

Not sure what you mean with the first one. If I ask for two references I will call the two, not just select one.

Always negotiate. (Speaking as both the friend and the recruiter here). Within reason, and tactfully. But yes.

I’m not sure what you mean on the last one. All recruiters are in sales. Even the ones working inside toxic cultures, there are recruiters working in those companies. If I was a candidate I’d look on Glassdoor, indeed, for company reviews knowing to take them with a bit of salt bc typically only unhappy former employees will post. I’d ask about why is the role open. I’d ask peers or network if they know anyone in the company, etc. Do your research and remember no company is perfect.

I'll clarify (as person who asked these questions) - for first one, organization just did not receive an offer from was 1 of 2 finalists and they seemed to check both our references. How often does that happen that you check 2-3 finalists' references?

3) Requests for applicants to do "performance challenges/tests" are a thing in applying for jobs. Thoughts on them?

[Anonymous]

NP. Apologies if answered but why don’t any of my resumes make it past the submission portal stage, even for roles I am well qualified for?

Is my resume not optimized? Some years ago I paid someone to help me optimize my resume, I landed a job and have been there since. I’ve updated my resume substantively here and there but that’s it. And no bites.

I’m VP+ level at a well known company and age 50. I’ve got some more gas left in my tank and want a more challenging role - even if at the same level. Not sure why I don’t get bites

[Anonymous]

If a recruiter responds to your checking in email after several rounds of interviews and says they’ll be in touch within a week, is that a good sign? I last heard from an internal recruiter a week ago that interviews were eng wrapped up and they hoped to have an update for me by week’s end. Still have not heard from anyone. Safe to assume they are selecting someone else?

[Anonymous]

Anonymous wrote:

Anonymous wrote:Do you usually call finalist candidates to reject them, or would you do that via email? I’ve had very positive signs so far and completed the last stages for a role (all the interviews done and they asked for references and spoke to them), and the recruiter asked to speak tomorrow. Hoping it’s an offer, of course, but wondering if it could be a kind way to reject.

I have called finalists to reject, yes. I have never asked for references on someone I wasn’t going to offer though, so that is a good sign! Good luck!,

Updating here that it was an offer. Thanks for your perspective, recruiter! The offer was at the top of the stated salary band, is it still worth negotiating (eg for other parts like equity)? I don’t want to lose it or seem greedy.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Do you usually call finalist candidates to reject them, or would you do that via email? I’ve had very positive signs so far and completed the last stages for a role (all the interviews done and they asked for references and spoke to them), and the recruiter asked to speak tomorrow. Hoping it’s an offer, of course, but wondering if it could be a kind way to reject.

I have called finalists to reject, yes. I have never asked for references on someone I wasn’t going to offer though, so that is a good sign! Good luck!,

Updating here that it was an offer. Thanks for your perspective, recruiter! The offer was at the top of the stated salary band, is it still worth negotiating (eg for other parts like equity)? I don’t want to lose it or seem greedy.

Congrats!! Top of the band is excellent, that means they really value what you bring to the table. Should you negotiate more? Possibly. Equity and Bonus percent might be increased, position it well. An extra week of vacation is also possible. Handle all with care. But overall kudos on securing the job offer!

[Anonymous]

Anonymous wrote:If a recruiter responds to your checking in email after several rounds of interviews and says they’ll be in touch within a week, is that a good sign? I last heard from an internal recruiter a week ago that interviews were eng wrapped up and they hoped to have an update for me by week’s end. Still have not heard from anyone. Safe to assume they are selecting someone else?

Going to be honest, when I give that exact response ‘I’ll be back to you next week..’ it means the candidate is in the running, but you’re not the top choice necessarily. There are others in the pipeline and we’re seeing how they do in the stakeholder interviews. If after they move through the process, you’re the top candidate, I’ll come back with some good news. The other scenario is you’re my runner up, and I’m keeping you warm while I work through the offer to a finalist candidate, wait for acceptance, signed documents etc. If the first candidate does not work out, I’ll go my bench. It Could work out for you but my advice - keep searching.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Why would you call a few finalists’ references and not just the one you selected?

Should one try to negotiate salary in this job market or not?

What are your thoughts on performance challenges (sign of a bad place, neutral, etc?)

Not sure what you mean with the first one. If I ask for two references I will call the two, not just select one.

Always negotiate. (Speaking as both the friend and the recruiter here). Within reason, and tactfully. But yes.

I’m not sure what you mean on the last one. All recruiters are in sales. Even the ones working inside toxic cultures, there are recruiters working in those companies. If I was a candidate I’d look on Glassdoor, indeed, for company reviews knowing to take them with a bit of salt bc typically only unhappy former employees will post. I’d ask about why is the role open. I’d ask peers or network if they know anyone in the company, etc. Do your research and remember no company is perfect.

I'll clarify (as person who asked these questions) - for first one, organization just did not receive an offer from was 1 of 2 finalists and they seemed to check both our references. How often does that happen that you check 2-3 finalists' references?

3) Requests for applicants to do "performance challenges/tests" are a thing in applying for jobs. Thoughts on them?

I don’t check references on 3 candidates. I don’t have time to do that. I check on our first choice candidate. It’s the final gate and I never encounter feedback from these that would derail an offer. Usually it’s just one more bit of information for us and the management team.

I answered a similar question previously. skills assessments, case studies, client scenarios - yes these are done for certain open roles to fully vet the candidate

[Anonymous]

Thanks, OP

[Anonymous]

OP when you call references, are you contacting former supervisors or just verifying employment. What kinds of questions do you ask?

[Anonymous]

Anonymous wrote:OP when you call references, are you contacting former supervisors or just verifying employment. What kinds of questions do you ask?

Usually I ask for previous manager and a previous colleague - questions are what was it like to work with the person? What were their strengths? Weaknesses? Any hesitation in recommending the person for this job? (knowing that the answers will be positive-neutral at worst - all candidates will provide their favorite people as a reference).